low cost high impact: suggestions for warming the campus climate for women professor christine hult...
Post on 20-Dec-2015
215 views
TRANSCRIPT
![Page 1: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/1.jpg)
Low Cost High Impact: Suggestions for Warming the Campus Climate for Women
Professor Christine Hult Utah State University
PI Utah State ADVANCE
Funding provided by National Science Foundation ADVANCE Program SBE-0244922
http://www.nsf.gov/home/crssprgm/advance
http://advance.usu.edu
![Page 2: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/2.jpg)
The Problem
Percentages of Females and Males in All S&E(NSF 00- 327, data points from 1996)
0
10
20
30
40
50
60
70
80
90
100
Bachelors Masters Doctorate Assistant Prof Assoc Prof Professor
S&E Status in Education
Pe
rce
nt
Female All S&E
Male All S&E
![Page 3: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/3.jpg)
NSF ADVANCE Overview• The Purpose of NSF ADVANCE is to increase
the participation of women in the scientific and engineering workforce.
• The Problem: Significant increases in women STEM PhDs, but they are leaving academics.
• Our strategy: To address issues of equity through improving the effectiveness of all faculty members
• Climate changes have been shown to have a differential impact on women and minorities.
![Page 4: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/4.jpg)
Organizational Change OverviewIncremental—two steps forward, one step back
Working with a variety of entities
• President & Provost, Deans• Sponsored Programs, VP Research• Tri-Council for Women’s Programs• AA/EO, Human Resources• Faculty Senate• STEM departments and department heads• Individual Faculty Members
![Page 5: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/5.jpg)
Suggestions for Warming the Climate on your Campus
Some low cost high impact suggestions
(Project now in the sixth no-cost extension year)
1. Using Data to Drive Change
2. Improving Policies and Procedures
3. Supporting Faculty
![Page 6: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/6.jpg)
1. Using Data to Drive Change
• National & Local Data
• Recruitment Data
• Promotion Data
• Retention Data
![Page 7: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/7.jpg)
American Association of University Professors Gender Equity Indicators
http://www.aaup.org/AAUP/pubsres/research/geneq2006.htm• Indicator 1. Employment status (% women)
• Indicator 2. Tenure status (full time instructional)
• Indicator 3. Full Professor rank (% women full)
• Indicator 4. Average woman’s salary (as % of average man’s salary)
Break down institution’s data at college level.
![Page 8: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/8.jpg)
Interviews of Women STEM Faculty and Matched Male Colleagues
Gender Differences in Obstacles to Success and Sources of Dissatisfacation
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
colleague interactions tenure,promotion,evaluation
w ork family balance w orkload
Freq
uenc
y of
Res
pons
e (%
)
Women
Men
![Page 9: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/9.jpg)
NSF Data Indicators• Vary in difficulty of collection and usefulness.
• Space use analysis is only useful if the institution is large enough.
• Hiring and retention analyses need to be done at the college level across multiple years.
• Promotion analyses need to be done at the institutional level across multiple years.
![Page 10: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/10.jpg)
Cleaning Institutional Data• Our experience - lots of errors in central
data.• When the number of women is small, the
errors can have large impacts.• Track individual faculty by names or
identifiable code. • Find sympathetic administrators to get
access to institutional data. • Find ways to institutionalize NSF Data
Indicators.
![Page 11: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/11.jpg)
Recruitment Data
Data• Utah State had fewer
STEM faculty women than national averages.
• In the 5 years before ADVANCE 17% of STEM hires were women. Women made up 34% of national applicant pool.
Low cost strategies
• Formation of SERT: Science and Engineering Recruitment Team
• Development of Hiring for Excellence DVD
• More attention to Dual Career hiring policy
• Increased involvements of Deans in hiring decisions in some colleges
![Page 12: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/12.jpg)
Improvement in RecruitmentNew Women Hires in the STEM Colleges - Tenured &
Tenure-Track Faculty Pre ADVANCE (1996-2002) & during ADVANCE (2003-2006)
0%
10%
20%
30%
40%
50%
60%
AG NR ENG SCI TotalSTEM
STEM College
Pe
rce
nt
Wo
me
n H
ire
s
Pre-ADVANCE
ADVANCE
![Page 13: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/13.jpg)
Hiring Compared to Availability
USU STEM Hiring of Assistant Professors by College 2003-2007
0
5
10
15
20
25
30
35
40
45
50
AG ENG NR SCI
Per
cen
t W
om
en
USU STEM Hires
Availability
![Page 14: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/14.jpg)
Promotion Data
Data• At the start of ADVANCE,
Utah State had fewer full professors than peer institutions.
• Utah State had fewer women full professors in the STEM fields than national averages.
Low cost strategies• Workshops for Associate
to Full professors• Associate to Full
transition mini-grants• Promotion committees for
associate professors• Some deans began
meeting with each associate professor to discuss promotion
![Page 15: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/15.jpg)
![Page 16: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/16.jpg)
The Cost of Not Retaining Faculty
Data• Over a 3 year period Utah
State spent $3.67 M on start up packages to replace faculty who left for other institutions
• Over a 5 year period 22% of women and 13% of men STEM faculty left for another institution.
Low cost strategies• ½ time Vice Provost for
Diversity & Development (faculty mentoring and retention)
• Direct some merit increases toward retention
• Greater attention to dual career hiring
![Page 17: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/17.jpg)
Improvement in Non-Retirement Attrition
Annual Non-retirement Attrition
0
1
2
3
4
5
6
7
8
9
women men
per
cen
tag
e
Pre-ADVANCE
ADVANCE
![Page 18: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/18.jpg)
STEM Female Tenured & Tenured-Track Women Faculty by College and Year
0
5
10
15
20
25
30
35
40
45
50
AG ENG NR SCI Total STEM
College
Nu
mb
er o
f W
om
en F
acu
lty
1996
2002
2006
Annual Growth rate Pre-ADVANCE = 2.5%
Annual Growth rate ADVANCE = 9%
Increase in the Number of STEM Women Faculty
![Page 19: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/19.jpg)
2. Reviewing Policies
Systematic review of policies identified by women in interviews as “barriers” or sources of “dissatisfaction”
• Dual career policy
• Promotion committees
• Tenure and promotion policies/guidelines
• Ombudspersons for T&P meetings
• Work-life policies
![Page 20: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/20.jpg)
Transparency
Increase transparency of processes. • This is critical in breaking down the “us
versus them” phenomenon wherein faculty see the administration as their enemy.
• When decision processes such as resource allocation or promotion are unclear or hidden, distrust increases.
• Trust can be regained with improved transparency.
![Page 21: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/21.jpg)
Committee Appointments• Evaluate committee appointments.
Committee appointments often disproportionately affect women.
• Avoid the token woman syndrome. That is, having a woman on every committee.
• Consider using a spreadsheet. Include departmental/college/university
committees.
![Page 22: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/22.jpg)
Dual-Career Policies
• Create and publicize dual-career policies.
Our study of university policies on websites.
• Have policies in place and readily available.
This will improve placement in academia of women faculty with PhD/Scientist partners
![Page 23: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/23.jpg)
Work-Life Issues
Make improvements in work-life issues. Work-life policies seem to be especially important
for women. Policies that can improve work-life: • Paid care-giving leave • On-site child care • Tenure extensions and/or transitional support to
maintain or restart research following major life events
• Part-time or job-sharing options for tenure-track faculty
![Page 24: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/24.jpg)
3. Supporting All Faculty• Promote networking
• Celebrate small wins
• Communicate (10 times more than you think would be necessary)
• Provide for modest seed grants
• Offer brown-bag workshops
• Offer individual coaching on T&P
• Open all programs to men and women
![Page 25: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/25.jpg)
Improve Research Collaborations
• Isolation: Women at MIT and Utah State both reported feelings of isolation.
• Networking: Our data suggest women do not realize that resources are obtained through networking.
• Team-work and collaboration on research: Can improve the job satisfaction and productivity of all faculty.
![Page 26: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/26.jpg)
Collaborative Seed Grants
Provide modest funding for collaborative seed grants ($5-8k)
• Must be “multi-disciplinary”• Must include at least one female from STEM• Must target a specific grant or agency
Institutionalized through VPR• Impressive results on follow-up funding after one
year of VPR central seed grant funding
![Page 27: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/27.jpg)
VPR Funding Results• Of the VPR grant PIs and co-PIs, 23 were
female and 25 were male.
• Of the 48 VPR grant PIs and co-PIs, five received direct ADVANCE support.
• Of the 48 VPR grant PIs and co-PIs, 16 came from departments with whom ADVANCE had worked.
![Page 28: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/28.jpg)
Transitional Support Grants
Small pool of funds for emergency “transitions” such as illness in family
• Have partly institutionalized as “care-giving with modified duties” policy
Small pool of funds for transitioning from associate to full
• Have partly institutionalized with transition grants in some colleges
![Page 29: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/29.jpg)
Significant Gains through ADVANCE
• From 1996-2002, USU had to hire 15.5 faculty members (men and women) to increase the number of women faculty in STEM by 1.
• From 2003-2007, USU only had to hire 4 faculty members (men and women) to increase the number of women faculty in STEM by 1.
This is a function of improving the % of new women hires and retention rates for women.
![Page 30: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/30.jpg)
Summary
• Institutional data can effect climate change.
• Data focus the discussion on specific issues.
• Interested administrators used institutional data in decision making and to justify decisions.
• Improvement in policies improves climate.
• Supporting all faculty improves climate.
![Page 31: Low Cost High Impact: Suggestions for Warming the Campus Climate for Women Professor Christine Hult Utah State University PI Utah State ADVANCE Funding](https://reader031.vdocument.in/reader031/viewer/2022032704/56649d435503460f94a1ec15/html5/thumbnails/31.jpg)